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A Leadership Formation CompanyTue, 02 Apr 2019 20:35:46 +0000en-UShourly1https://wordpress.org/?v=4.8.7http://www.ownyourbrand.comhttp://www.ownyourbrand.com/wp-content/WRG_logo_icon.jpgOwn Your BrandOwnYourBrandhttps://feedburner.google.com10 Simple Phrases That Connect Your Reports To Your Leadershiphttp://feedproxy.google.com/~r/OwnYourBrand/~3/yAUbsJvQ0nE/
https://whiterabbitgroup.com/10-simple-phrases-connect-reports-to-your-leadership/#respondMon, 03 Dec 2018 16:40:13 +0000https://whiterabbitgroup.com/?p=3244Leaders need to connect with their reports. For lots of reasons. But one big reason stands out. Leaders who connect with their reports get the kind of performance that is good for the employee and great for the business. But how? Especially when your workplace is fast and fluid not allowing for as much 1:1 […]

Leaders need to connect with their reports. For lots of reasons. But one big reason stands out. Leaders who connect with their reports get the kind of performance that is good for the employee and great for the business.

But how? Especially when your workplace is fast and fluid not allowing for as much 1:1 time as you’d like?

Use Connectors. A Connector is a brief phrase you can direct at reports, anytime, that unite you, the employee, and the behavior you want to see.

This is nothing new. In fact, you may have had a coach use Connector phrases that shaped your performance as a player in high school or college.

To get you started, here are 10 Connector phrases you can put into practice in your present leadership role:

1. “I’m proud of you.”

Professional and personal growth must be recognized. It may be obvious or not. When you see employees develop over time, let them know. Hearing from you can be a moving experience. Don’t be surprised if there are tears.

2. “I know you can do this.”

Not every employee has had a boss who was in their corner. In fact, it’s likely many have not. As leaders and managers, it’s important for everyone on your team to know that you believe in them and that you know they are capable of doing what you and the organization are asking them to do.

3. “That was impressive.”

When a teammate does something great, let them know you’re impressed. This motivates a lot of people to “do it again”.

4. “Thank you!”

When our colleagues are putting their heart and soul into the task, the grind or a rush job, a simple “thank you” is a powerful connector. Look them in the eye and say it.

5. “I need you to step up and be a leader.”

Do you need someone to step up and act like a leader when you’re not around? Lots of leaders do. Let the right team member know. Then pay attention to how they respond.

6. “I love your effort.”

Not everyone in your group is at the same talent level. True. But everyone can bring maximum effort to the day’s work. Point it out when it’s being demonstrated.

7. “That’s a great job, and here’s why…”

Saying “good job” is not always enough. Take “good job” to the next level and let your report know WHY you liked what they did. This gives everyone clarity and precision about what you are looking for from them.

8. “This group/department needs you to be more (vocal, consistent, proactive, etc).”

Everyone needs to understand their role on the team, and exactly what it looks like when they are performing in their role. If they do, then they know their contribution to the task at hand or the larger mission of the business. Help them with this “connector”.

9. “I love the way you responded to adversity there.”

There is adversity in every human endeavor. The marketplace dishes up more than enough to go around. When an employee handles a tough situation well, point it out. Empathy from a leader counts. Many imagine that as a leader you don’t experience adversity the way they do. Let them know you see and know what they are going through.

10. “I appreciate the attitude you bring to work every day.”

Attitude counts just as much as talent and experience. Reports who bring a positive attitude day in and day out set the standard for everyone. Let them know attitude matters to you.

Have you used or heard a Connector that I left out or is unique to your experience? What is it?

]]>https://whiterabbitgroup.com/10-simple-phrases-connect-reports-to-your-leadership/feed/0https://whiterabbitgroup.com/10-simple-phrases-connect-reports-to-your-leadership/A Common Mistake Sabotaging Your Leadershiphttp://feedproxy.google.com/~r/OwnYourBrand/~3/DIf4BBpCIWM/
https://whiterabbitgroup.com/common-mistake-sabotaging-leadership/#commentsFri, 02 Nov 2018 14:32:37 +0000https://whiterabbitgroup.com/?p=3164During a recent leadership meeting for a client, we were exploring ways to form connections with individuals who report to us. The client’s goal was to improve employee retention. One manager suggested, “meet regularly with your reports for 1:1s.”. Heads all nodded in agreement. And so did mine, I’m a big believer in the effectiveness […]

]]>https://whiterabbitgroup.com/common-mistake-sabotaging-leadership/feed/2https://whiterabbitgroup.com/common-mistake-sabotaging-leadership/How to Collaborate More Effectively (Infographic)http://feedproxy.google.com/~r/OwnYourBrand/~3/N7N_VrMLN34/
https://whiterabbitgroup.com/collaborate-effectively-infographic/#respondFri, 26 Oct 2018 15:04:19 +0000https://whiterabbitgroup.com/?p=3111People who work together will win, whether it be against complex football defenses or the problems of modern society. ~ Vince Lombardi So how do you work together (or collaborate) on complex challenges? In my observed experience, not well. When I see smart people come together it results in: Costly rework. Client escalations chewing up […]

]]>https://whiterabbitgroup.com/collaborate-effectively-infographic/feed/0https://whiterabbitgroup.com/collaborate-effectively-infographic/Five Questions Every Leader Needs In Their Toolboxhttp://feedproxy.google.com/~r/OwnYourBrand/~3/RytF4auDcrg/
https://whiterabbitgroup.com/five-questions-every-leader-needs-in-their-toolbox/#respondTue, 08 May 2018 12:32:22 +0000http://whiterabbitgroup.com/?p=2882Here’s a “big something” I have learned working with leaders – when you start getting serious about the power of questions, you start getting serious about leading others. I have observed many leaders who struggle to connect with their reports and lead them effectively. (You can probably think of that one report right now that […]

]]>https://whiterabbitgroup.com/five-questions-every-leader-needs-in-their-toolbox/feed/0https://whiterabbitgroup.com/five-questions-every-leader-needs-in-their-toolbox/Three Questions Every Report Needs to Ask Their Bosshttp://feedproxy.google.com/~r/OwnYourBrand/~3/-qL-M2DvrOI/
https://whiterabbitgroup.com/three-questions-boss/#respondTue, 17 Apr 2018 19:12:09 +0000http://whiterabbitgroup.com/?p=2855An Automation Engineer and I were having breakfast not long ago when he mentioned that his department had gotten a new boss. And later that morning he was going to have his first one-on-one meeting with the new boss. Then he asked, “What do you think I should ask him?” This was an interesting question. […]

Do you feel connected?

After suggesting the Engineer ask his new boss these three questions, he tells me, “I think I’ve had over 20 different leaders in my career and only one has ever volunteered an answer these three questions. And it’s the organization I felt most connected in.”

Unfortunately, this is all too common inside organizations today. We expect employees to connect the dots themselves between their work, their teammates, and the organization’s mission.

But it’s each individual leader’s responsibility to make explicitly clear the answer to each of these questions.

Because knowing the answers to these three questions makes you feel connected to your work, your team, and your organization.

]]>https://whiterabbitgroup.com/three-questions-boss/feed/0https://whiterabbitgroup.com/three-questions-boss/Three Leadership Excuses – Which One is Holding You Back?http://feedproxy.google.com/~r/OwnYourBrand/~3/lQh6HO_E9IA/
https://whiterabbitgroup.com/three-leadership-excuses-which-one-is-holding-you-back/#respondWed, 11 Apr 2018 12:21:20 +0000http://whiterabbitgroup.com/?p=2827“I am so glad you insisted I meet with my reports once a week. I resisted it for so long, but now I can’t imagine leading without our weekly one-on-ones.” This was some recent feedback I’d received that made my day. You see, I’d been working with a group of eight first-time leaders inside a […]

“I am so glad you insisted I meet with my reports once a week. I resisted it for so long, but now I can’t imagine leading without our weekly one-on-ones.”

This was some recent feedback I’d received that made my day.

You see, I’d been working with a group of eight first-time leaders inside a company for the past twelve weeks. My task was to equip these leaders with the day-to-day practices to move them from “managers of work” to “leaders of people”. (A common challenge in most organizations)

And this particular first-time leader was giving me trouble. She was extremely resistant when I would insist that she start having Weekly, 30-Minute, One-On-Ones with her reports.

Even though she was struggling to lead her nine reports, she always had an Excuse for why she couldn’t start doing her one-on-ones.

It wasn’t until one of her best performers unexpectedly quit on her that was she willing to give my advice a try.

To which she discovered her excuses were the thing holding her back from becoming a successful leader. When she let go of the excuses she was able to start making the transitions from a “manager of work” to a “leader of people”.

Her reaction to doing one-on-ones is not uncommon. I hear all kinds of excuses from first-time leaders and seasoned veterans alike.

Here are the top three excuses I hear for not doing one-on-ones with their reports and how to get past them.

1. I’m Too Busy

I’m too busy to spend 4+ hours a week meeting with people one-on-one. How will I get anything done?

This is the #1 excuse I hear from leaders for not wanting to have weekly one-on-ones with their reports.

And I get it. When I say you need to meet Weekly, for 30 Minutes, One-on-One all you hear is that you are going to have less time in the week get your work done.

But what you’re not thinking about is how often you are interrupted by your reports during the week. Interruptions that may be Important to your report, but are not Urgent to you.

When you have regular, weekly, one-on-ones your reports learn to save up their questions for their next one-on-one with you.

This limits interruptions and in the end, Saves You Time!

2. We Already Talk All the Time

I see my reports all the time so there is no need to meet. Plus my door is always open if they want to talk.

I hear some version of this from most leaders. You feel your department/team is performing pretty well and everyone gets along so there’s no reason to meet with everyone individually.

You would be right if you only viewed your job as a “manager of work”. But your job is to be a “leader of people” and that requires that you make deeper connections with your reports that go beyond just getting work done.

The weekly, 30-minute, one-on-one is not just a time to discuss the work that needs done. It is a time to for you learn about what your reports care about outside of work and get to know them each on a personal level.

When you establish a connection with each of your reports it becomes harder for them to unexpectedly quit on you (like the first-time leader from above).

Leading your people with one-on-ones helps you Retain Your People!

3. I Don’t Want To Be A Micro-Manager

If I ask my reports to meet weekly they will think I’m micro-managing them and resent me for it.

You would be right if you spent your weekly one-on-one micro-managing your reports work. But your weekly one-on-one meeting is Not Your Meeting!

The weekly, 30-minute, one-on-one is your reports meeting. It is the one guaranteed time a week they get to ask questions, raise concerns, discuss their future, directly with their boss (aka You!).

You will be surprised what happens when you start holding regular one-on-ones with your reports. By the fourth or fifth week, your reports will be coming up to you randomly to tell you they are looking forward to their next one-on-one with you.

The weekly one-on-one makes your report feel Their Opinion Matters!

Have More Fun Leading

After the first-time leader, I described earlier, began holding her weekly one-on-ones with her reports, she started to see their benefit.

Then one week she came to me and said, “In the beginning, I thought your idea to have one-on-ones was stupid, but now I can admit I was wrong. And not only was I wrong, but this is the most fun I’ve had being a leader.”

She was having more fun because she felt connected to her people, and in turn, her people felt more connected to her.

]]>https://whiterabbitgroup.com/three-leadership-excuses-which-one-is-holding-you-back/feed/0https://whiterabbitgroup.com/three-leadership-excuses-which-one-is-holding-you-back/How to Limit Interruptions and Get More Donehttp://feedproxy.google.com/~r/OwnYourBrand/~3/HAYsPqj5SFI/
https://whiterabbitgroup.com/how-to-limit-interruptions-and-get-more-done/#respondThu, 05 Apr 2018 14:00:37 +0000http://whiterabbitgroup.com/?p=2807Interruptions are your fault. I don’t mean all interruptions. Of course not. But a significant number of them are. If you’re getting constantly interrupted you’ve probably trained your reports to treat you like their own personal Google. Got a question? Go to the boss! She’s got the answer. All of your reports know you will […]

If you’re getting constantly interrupted you’ve probably trained your reports to treat you like their own personal Google.

Got a question? Go to the boss! She’s got the answer.

All of your reports know you will give them an answer.

That’s your mistake!

You might indeed have the answers, and most likely you do.

But you’ve become “Google with a pulse” for your reports.

How to flip the script and limit interruptions

If you lead with answers, and many do, you’re creating dependency in your reports.

It might feel good at first that your reports depend on you, but you will eventually end up complaining about all the people lined up at your desk waiting for you. (I hear and see this pattern all the time)

Try this instead: Lead with questions, not answers.

Leading with questions forces your reports to think. It forces them to wrestle with the problem. It forces them to do their own research and find a workable solution.

It’s your job to force your reports out of dependency and into competency.

You grow your team’s capacity by growing them as individuals.

And you get the added benefit of having fewer interruptions during your workday allowing you to get more done.

]]>https://whiterabbitgroup.com/how-to-limit-interruptions-and-get-more-done/feed/0https://whiterabbitgroup.com/how-to-limit-interruptions-and-get-more-done/Give Your Reports 30 Minutes a Week and You’ll Get Their Besthttp://feedproxy.google.com/~r/OwnYourBrand/~3/rorQ7qWP8aQ/
https://whiterabbitgroup.com/give-reports-30-minutes-and-get-their-best/#respondMon, 02 Apr 2018 14:00:58 +0000http://whiterabbitgroup.com/?p=2792“I don’t need to meet individually with my team. I told them I’m here for the next six hours and if you have anything to talk about, my office door is open.” I cringed. The voice on the other end of the call was my coaching client. She’s a gifted professional. But she’s missing the […]

]]>https://whiterabbitgroup.com/give-reports-30-minutes-and-get-their-best/feed/0https://whiterabbitgroup.com/give-reports-30-minutes-and-get-their-best/Who Else Wants to Fire Their Boss?http://feedproxy.google.com/~r/OwnYourBrand/~3/2pqvF9f75Ew/
https://whiterabbitgroup.com/who-else-wants-to-fire-their-boss/#commentsWed, 28 Mar 2018 14:00:18 +0000http://whiterabbitgroup.com/?p=2766So I am flying back from Jacksonville, Florida. Tired. It had been three days of working with about 100 leaders at a conference. So it was a “good tired”. Sitting next to me is a young woman. My midwestern politeness overtakes my weariness and I engage in conversation. Soon I discover she is a medical […]

]]>https://whiterabbitgroup.com/who-else-wants-to-fire-their-boss/feed/7https://whiterabbitgroup.com/who-else-wants-to-fire-their-boss/Why You Are Looking For Value In The Wrong Placeshttp://feedproxy.google.com/~r/OwnYourBrand/~3/7Ac7Ypgev9A/
https://whiterabbitgroup.com/why-you-must-discover-value-in-sales/#respondThu, 19 Jan 2017 16:43:11 +0000http://whiterabbitgroup.com/?p=2097Early in my sales coaching career I was shocked to see so many sales professionals never attempt to sell based on value. Sure they may have used words like “value” but they never went looking for it! Instead, I saw sales professionals approach sales like a game to be won. It was all about opening […]

I’ve witnessed plenty of sales meetings where the air was filled with detailed technical explanations of why their engineering is so superior – only to watch clients’ eyes glaze over and start checking their phones.

Which always reminds me of two prisoners trapped in a cell; one digging a tunnel to escape with all their might (sales person), while the other impatiently waits for their time to be served (the customer).

And when all else has failed, I watch the sales person resort to haggling on price in an attempt to just “get a sale”.

But the sale was dead. Because any price is too high when you believe value resides in “the thing” you sell.

Value Doesn’t Reside in What You Can See

Some sales professionals take a slightly better approach. They focus on the customer, or at least they try.

I see these sales professionals create customer types or profiles. Then the sales team memorizes them so they can “read” their customers based on what they see in front of them.

They are making snap judgements or assumptions based on personality types, organizational titles, and perceived influence on buying decisions.

And they call this discovering value. But really all they have discovered is how to adjust their communication strategy to connect with a personality type.

I grant you knowing how to adjust your communication strategy is an important skill in sales.

But don’t confuse it with discovering value. The White Hot Core of Value that makes your offering irresistible to your customer.

So where does value reside?

Value Only Resides Below the Surface

You can only Discover value.

You will never be able find value by talking about “the thing” you sell. You will never be able to find value based on what you see in your customer. It must be discovered.

Your customer, client, or buyer is like an Iceberg – more is hidden below the surface than what you see above the surface.

And if you take time to discover what is below the surface, you will find where value truly resides.

The White Hot Core of Value that your customer will pay for, risk capital for, and that moves you from vendor to business partner.

If you are looking on the surface for value, you are looking in the wrong places.

It’s your job to go below the waterline and discover the value that will advance the sale, your customer relationship, and your business.